Associate Director, HR Business Partner

Additional Location(s): US-RI-Coventry

Diversity - Innovation - Caring - Global Collaboration - Winning Spirit - High Performance

At Boston Scientific, we’ll give you the opportunity to harness all that’s within you by working in teams of diverse and high-performing employees, tackling some of the most important health industry challenges. With access to the latest tools, information and training, we’ll help you in advancing your skills and career. Here, you’ll be supported in progressing – whatever your ambitions.       

About the role:
Boston Scientific’s Human Resources team plays a vital role in advancing our mission to transform lives through innovative medical solutions. In this role, you will support the execution of our Human Capital Strategy by delivering impactful HR initiatives and advising leaders across your client group(s). This position requires a strategic, consultative mindset and deep expertise in key areas of HR. You’ll be part of a dynamic team that partners closely with leaders to ensure our people strategies enable high performance and organizational success.

Work model, sponsorship, relocation:
At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our local office at least three days per week. Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time.

Your responsibilities will include:
● Provide HR guidance and support to client group(s) across a wide range of areas including competency development, succession planning, talent management, talent acquisition, labor relations, employment law compliance, employee relations, employee engagement, change management, and process improvement.

● Coach and consult with management on matters impacting morale, performance, development, and organizational effectiveness; identify root causes and recommend next steps.

● Ensure consistent, equal, and fair treatment of employees; consult with managers to ensure adherence to company policies and procedures.

● Partner with HR Centers of Excellence (COEs) to meet client group needs, applying knowledge of business drivers to deliver human capital strategies.

● Present, train, and facilitate workforce development programs; support utilization of performance management tools and compensation programs.

● Introduce, lead, and influence change management initiatives to improve team performance and build organizational capability.

● Conduct and manage investigations involving potential legal risk; assess severity, involve appropriate stakeholders, and facilitate appropriate action.

● Demonstrate a primary commitment to patient safety and product quality by maintaining compliance with the Quality Policy and all quality processes and procedures.

● For people leaders: Ensure appropriate resources are in place to meet quality system requirements and support a culture of quality.

Human Resources Business Partner scope of work:

● Strategic Partnership

Team Alignment: Lead and drive people and organizational strategies as part of a Senior Leadership Team to enable business goals and objectives. Drive team effectiveness to enhance performance. Coach and support leadership on talent strategies that drive business outcomes.

Workforce Planning: Lead Workforce Planning through Annual Operating Planning (AOP) and Strategic Planning. Support Business Development efforts. Assess organizational health and evaluate opportunities to improve performance.

● Talent Management

Attract: Use insights from workforce and talent planning to partner with leaders and TA in creating a strategic TA strategy. Support internal and external pipeline development for senior and critical roles.

Develop: Partner with the Talent COE to build strategies (e.g., early career programs, leadership development, skills enhancement). Lead Talent Review & Succession Planning to drive talent actions and robust pipelines.

Retain: Build relationships and visibility for key talent. Develop retention strategies and collaborate with Global Total Rewards on effective rewards programs.

● Culture and Inclusion

Amplify: Promote culture and inclusion initiatives, employee resource groups (ERGs), and equitable practices. Elevate employee voice through engagement surveys and listening strategies.

Implement: Align strategies and initiatives with our purpose and values. Ensure leadership demonstrates core behaviors.

Sustain: Define KPIs to measure program impact and ensure sustainable progress.

● Organizational Design

Assess: Collaborate with business leaders and peers to evaluate organizational needs and lead annual reviews.

Plan: Design reorganization plans in collaboration with business leaders, including change enablement strategies.

Execute: Lead implementation of reorganization plans, including communication, people impacts, and post-change follow-up.

Qualifications:

Required qualifications:
● Minimum of 8 years' experience in Human Resources, including direct client-facing HR Business Partner support
● Demonstrated ability to coach leaders and influence decision-making
● Deep knowledge of employment law, performance management, and employee relations
● Experience with talent and succession planning processes
● Strong analytical, facilitation, and consulting skills
● Bachelor’s degree in Human Resources, Business Administration, or related field

Preferred qualifications:
● Minimum of 10 years' experience in a progressive HRBP or HR leadership role
● Master’s degree or HR certification (e.g., SHRM-SCP, SPHR)
● Prior experience in a global matrixed organization
● Familiarity with HRIS and data systems (e.g., Workday)
● Background in organizational design or large-scale change management

Requisition ID: 621549

Minimum Salary: $140000 

Maximum Salary: $266000 

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) – see www.bscbenefitsconnect.com—will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.

Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).

Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements).

For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability.

As a leader in medical science for more than 40 years, we are committed to solving the challenges that matter most – united by a deep caring for human life. Our mission to advance science for life is about transforming lives through innovative medical solutions that improve patient lives, create value for our customers, and support our employees and the communities in which we operate. Now more than ever, we have a responsibility to apply those values to everything we do – as a global business and as a global corporate citizen.

So, choosing a career with Boston Scientific (NYSE: BSX) isn’t just business, it’s personal. And if you’re a natural problem-solver with the imagination, determination, and spirit to make a meaningful difference to people worldwide, we encourage you to apply and look forward to connecting with you!

At Boston Scientific, we recognize that nurturing a diverse and inclusive workplace helps us be more innovative and it is important in our work of advancing science for life and improving patient health. That is why we stand for inclusion, equality, and opportunity for all. By embracing the richness of our unique backgrounds and perspectives, we create a better, more rewarding place for our employees to work and reflect the patients, customers, and communities we serve. 

Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, gender expression, veteran status, age, mental or physical disability, genetic information or any other protected class.

Please be advised that certain US based positions, including without limitation field sales and service positions that call on hospitals and/or health care centers, require acceptable proof of COVID-19 vaccination status.  Candidates will be notified during the interview and selection process if the role(s) for which they have applied require proof of vaccination as a condition of employment.  Boston Scientific continues to evaluate its policies and protocols regarding the COVID-19 vaccine and will comply with all applicable state and federal law and healthcare credentialing requirements.   As employees of the Company, you will be expected to meet the ongoing requirements for your roles, including any new requirements, should the Company’s policies or protocols change with regard to COVID-19 vaccination.